| Update Applicable to: | Effective Date |
| All Entity doing Business in California that Store or Process Personal Information of California Residents | January 1, 2026 |
What happened?
On August 2025, the California Legislature passed Senate Bill 446 (SB 446), introducing new data breach notification requirements for businesses operating in the state. The bill is currently enrolled and awaiting the Governor’s signature.
Overview:
What’s Changing: SB 446 replaces California’s vague standard for breach notifications with clear deadlines:
- Businesses must notify affected individuals within 30 calendar days of discovering or being informed of a data breach.
- If the breach affects more than 500 California residents, a sample notice must be submitted to the Attorney General within 15 calendar days of notifying consumers.
Why It Matters:
- The 30-day deadline may challenge businesses conducting complex investigations.
- Failure to meet the deadline is considered automatic evidence of a violation.
- Businesses subject to the California Consumer Privacy Act (CCPA) may face:
- Regulatory fines of up to $7,988 per violation.
- Civil lawsuits with damages ranging from $107 to $799 per person, or actual damages.
Source References
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.